• Own full-cycle recruiting for Sales and broader GTM roles, with flexibility to support additional functions as needed • Partner with Sales leaders to develop thoughtful, data-informed hiring strategies • Build strong, diverse pipelines for Commercial and Enterprise roles through proactive sourcing and creative outreach • Engage and convert passive talent through personalized, high-quality candidate experiences • Lead structured interview processes that prioritize quality of hire and long-term impact • Provide consultative guidance on role scoping, calibration, interview design, and decision-making • Partner on offer strategy, compensation alignment, approvals, and closing • Stay current on market trends across SaaS and revenue hiring landscapes • Continuously improve recruiting workflows, candidate experience, and stakeholder partnership

• Collaborate with the Talent Acquisition Consultants and Hiring Managers to develop and execute tactical sourcing strategies • Identify potential candidates through creative sourcing methods • Call, screen, and qualify candidates • Gain knowledge of the business supported • Drive partnerships with Talent Acquisition and the business • Provide an exceptional hiring manager and candidate experience • Full-cycle recruiting as needed to meet business needs

• Manage the full recruiting lifecycle across a variety of open roles helping management find, hire, and retain quality talent. • Grow and foster high-touch relationships with a database of qualified active and passive talent to pull from as new positions open up. • Stay active with current job boards, social networks, and platforms to find talent, and plan, create, and release job descriptions and announcements. • Work and form relationships with internal management teams to know the ins and outs of their departments and better understand their hiring needs and job specifications. • Develop and release job postings on platforms, such as social media and job boards. • Utilize knowledge of multiple recruiting sources and execute innovative recruiting strategies to find quality candidates and prospects for new business. • Screen resumes and prospects, qualify, interview, and manage candidates throughout the interview process from prepping before interviews to assist with final offer negotiation. • Maintain a database of candidate records, including active and passive prospects, hired and fired employees, and other candidate relationships. • Follow up on interview process status and update records in the internal database.

• Lead, manage, and develop the talent acquisition team. • Provide mentorship, guidance, and strategic direction while overseeing performance and fulfilling all supervisory responsibilities. • Identify and implement strategic initiatives that strengthen and modernize the recruitment function, ensuring talent acquisition practices align with organizational priorities. • Optimize the internal HCM system to reduce redundancy, streamline workflows, and enable a more targeted and effective approach to applicant flow management. • Partner closely with organizational leaders, People & Culture partners, talent acquisition partners, and other key stakeholders to address workforce planning and position management. • Develop and recommend effective sourcing strategies to attract the most qualified candidates, leveraging technology, social media, job boards, professional networks, and industry events. • Ensure seamless, efficient, positive, and customer service-oriented experience for hiring managers and candidates throughout the recruitment lifecycle. • Strengthen and promote Best Friends’ employer brand to attract high-performing, mission-aligned talent and reinforce the organization’s reputation as an employer of choice. • Analyze talent acquisition data to identify trends, uncover opportunities, and make data-informed recommendations and decisions. • Adjudicating background check results; familiarity of the FCRA requirements around adverse action notifications • Ensure compliance with all federal, state, and local regulations impacting talent acquisition, job classification, and compensation practices. • Maintain strict confidentiality when handling sensitive information. • Perform other duties as assigned.